Finding Better: It's Time to Diversify Your Job Marketing

Did you know that more than 300 million people use Google to search for jobs each month? Are you getting your fair share of this job candidate traffic? And why doesn't your career site or your jobs show up in the Google results?

In this 30 minute webinar, Tom Steele, Product Marketer, will walk you through how you can leverage the search engines to drive high quality targeted talent directly to your career site - even when you don't have open jobs - and begin to cut your reliance on (and budget for!) sub-optimal sources.

A crucial part of your company’s success is managing your talent as a strategic resource. The best recruiters—the ones who become trusted advisors to their organizations and have a seat at the table where company decisions are made—are those who don’t simply embrace––but shape––the hiring strategy at their companies.

Join us, as William Tincup, principal analyst at KeyInterval Research and Jim Conti, director of talent at Sprout Social, Inc. demonstrate how talent teams can prove their strategic business value, discuss the evolving talent needs of a growing company, and more!

In this increasingly distributed work world, close collaboration among employees can't be taken for granted. But what does it take to keep your employees engaged and motivated? In this interactive webinar, our panelists discuss the foundations of effective team dynamics, what workstream conversation and collaboration means today, and how collaboration tools can impact employee productivity.

While most parents would be delighted if their offspring wanted to become an accountant, lawyer or even an actuary, they may be less encouraging if their son or daughter said they wanted to be a hacker. This is the negative manifestation of working in the cyber security industry that is often portrayed in the media. The reality is very different, with careers in cyber security providing fantastic opportunities that are hugely varied, really challenging and help to do good for society.

Structured career paths provide an opportunity to progress quickly with jobs in large audit and accountancy firms through to small specialist boutique start-ups, as well as the chance for international work and creating new businesses. In addition, the whole industry is very diverse and is looking for people with a very wide range of talents.

The problem is how do we communicate this to people who may be interested in the industry? Just as important for young people, how do we get to the influencers; their parents and their careers advisors to understand what an exciting place the cyber security industry is to work in and what they can expect in terms of the types of company they could work for and their salary expectations.

The problem can be partially solved through education, information and support from businesses working together with a consistent message designed to encourage the very best people into the industry.

In this presentation, Ian Glover from CREST will look at the challenges of attracting the brightest young people into careers that traditionally have an image problem and providing a strong career path once they are in. In particular, he will focus on the importance of properly-run internships and Government funded initiatives to educate and inform.

No matter what you call it, the process of bringing new contractors and temporary employees into your company can be challenging. Nowadays, the most inspirational companies use technology to care for and manage their contingency workforce so that everyone feels engaged and has an impact on productivity.

Contractors and temporary employees may spend much shorter periods of time on your workforce.They may have different skill sets and be carrying out different work.They may even work on different locations to your direct employees. But they still need to be on-boarded in a way which keeps them safe and gets them productive in a timely manner.

This presentation will bring you through the steps you should take when planning your initiation process for contractors and temporary employees.

It advises you on your obligations as well as the kind of information you may wish to impart.

YSC is a business psychology consultancy who have been at the forefront of assessing high potential in FTSE 100 organisations. This session will look at their model of high potential and identify the process of assessment involved to understand the psychological components which are deterministic of high potential performance and leadership.
The model used by YSC is the most applied in the UK and has been formally validated through extensive research

Starting a technology company that services the recruitment industry can be daunting, especially when your have minimal experience in recruitment and technology. This webinar will show you how JobsCrush built two pieces of technology, and went on to grow to 3000 users in 30 days.

Within this talk we will explore how technology has fundamentally shifted the jobseeker landscape for younger demographics (millennial x,y and z). We will also touch on how new online and mobile models, can help save time, cut recruitment costs, while still ensuring the attraction of the best talent.

Key questions addressed:
-) How is the Millennial Job Seeker different to its predecessors?
-) How do you use new channels to engage talent?
-) Are there better ways to present, connect and engage?
-) How to stop wasting time and money on irrelevant applications?
-) Once connected, how do I ensure I utilise the information?
-) Where does mobile fit in the my hiring process?
-) How can I move from paper application to digital?

In times of increasing employee choice and the ‘portfolio career’, does HR think about the talent in our organisations as consumers just as our marketing teams would view our customers and clients? Recent research by the Henley Business School suggests not. Professor Nick Kemsley, non-exec Director of Head Light and Co-director at Henley Business School Centre for HR Excellence will share the findings from research from Henley Business School. He’ll explain why he thinks many talent management models are based on out-dated assumptions and that a real shift of HR thinking and action needs to be taking place now. He will highlight the implications for how we talk to, work with and develop our people – and suggest how talent management software plays a role.

The times they are a changin', and the recruiting and HR space is no exception. Join Don Charlton, CEO of Jazz and Bianca Ghiselli, Director of Client Services at Namely on July 8th to:

- Take a look back at the history of HR managers and recruiters
- Examine the role of technology in an ever-changing hiring landscape
- Find your next great hire
- Ensure the high performance of employees

The times they are a changin', and the recruiting and HR space is no exception. Join Don Charlton, CEO of Jazz and Bianca Ghiselli, Director of Client Services at Namely on July 8th to:

- Take a look back at the history of HR managers and recruiters
- Examine the role of technology in an ever-changing hiring landscape
- Find your next great hire
- Ensure the high performance of employees

Today’s world of talent acquisition looks significantly different than it did even a year ago. Recruitment 3.0 brings a new focus to passive candidates, requires building engaged, two-way, free-conversation-based, transparent communities and is anchored by components such as employer branding and marketing. Central to Recruitment 3.0 is the philosophy that everyone is a potential candidate.

During this webinar, Michael Hakeem, manager of Manager of Talent Attraction and Staffing Operations at Novo Nordisk, will share how Novo Nordisk modernized its recruiting strategies to reflect evolving communication methods and candidate expectations. Tom Steele, manager of Product Marketing for SuccessFactors, will join him to help employers understand how they can:

•Build a predictable talent pipeline
•Create communities and map key competitors
•Use brand to lure top talent
•Drive internal stakeholders to invest in these new world methods

The latest webinar in the Jobs2web educational series is how to conduct a Quarterly Business Review. Designed especially for a client's leadership team, this 30-minute webinar will give you an inside look on how to effectively measure and analyze your recruitment marketing efforts. This webinar will teach you how to report on:

This Quarterly Business Review approach is successful because it ensures you will get the most out of your current technology as well as provide you with the tools and information to hold your vendors accountable for their performance.

Did you know that more than 300 million people use Google to search for jobs each month? Are you getting your fair share of this job candidate traffic? And why doesn't your career site or your jobs show up in the Google results?

In this 30 minute webinar, Tom Steele, Product Marketer, will walk you through how you can leverage the search engines to drive high quality targeted talent directly to your career site - even when you don't have open jobs - and begin to cut your reliance on (and budget for!) sub-optimal sources.

In this webinar Doug Berg, Chief Recruiting Geek of SuccessFactors (formerly Jobs2web), will share with you how to measure all of your recruitment marketing initiatives and key performance indicators that you should be reporting on, along with sharing best/worst practices he’s seeing in the marketplace (careful, he might show your company’s career site as a bad example).

Doug will also share industry wide stats from the Jobs2web client network including the applicant to hire ratios from the different channels online (job boards, search engines, social networks, mobile apps, etc.) and which ATS systems are best for candidate conversions.

The latest webinar in the Jobs2web educational series is how to conduct a Quarterly Business Review. Designed especially for an organization's leadership team, this 30-minute webinar will give you an inside look on how to effectively measure and analyze your recruitment marketing efforts. This webinar will teach you how to report on:
• Quality of your candidate experience
• Metrics around candidate acquisition
• Effectiveness of social recruitment programs
• Peer performance and industry best practices
• Performance against internal KPIs

This Quarterly Business Review approach is successful because it ensures you will get the most out of your current technology as well as provide you with the tools and information to hold your vendors accountable for their performance.

In a LinkedIn world where public networks are dominating the news in the recruiting industry, how can your company develop its own private network of talent to target? Whether it is managing your subset of LinkedIn contacts (recruiter and employee networks) or capturing passive candidates on your career site it is now more important than ever to have an automated and measurable recruiting strategy that drives results.

Creating your own proprietary talent community is one of the most effective ways to make your social networking and CRM strategy better. Where do you begin? Doug Berg, Jobs2web Chief Recruiting Geek and Tom Steele, Jobs2web Solutions consultant will team together to provide clarification on the role that a talent community should play in recruiting and share real client talent community success stories. Topics covered include:
• How a talent community is different than a CRM
• Building talent pipelines within your talent community
• Capturing your social contacts (and your recruiter’s contacts) in your talent community
• Utilizing your talent community for mobile and event contacts
• Capturing passive candidates and career site visitors
• How a talent community helps you multiply results from all recruiting channels

In our 3.1 release of the Recruitment Marketing Platform, we launched a new module called Talent Community Marketing.

This webinar will specifically focus on this powerful new tool that gives recruiters the ability to create unique email campaigns targeted to a specific group of talent community members. This is a great way to leverage your talent community and target candidates coming to you from competitors, a specific geography or for a hard-to-fill position.

Please join members of our Product Strategy team as they talk about this new tool. Can't make the date? Register anyway so we can share the recording with you.

In our brave new world, C-level executives are realizing more than ever how talent and revenue growth are directly linked. This means that those of you in a leadership recruiting role have an incredible opportunity to drive high impact organizational value in a quantifiable way.

Bottom line - revenue growth and optimized talent supply chain go hand in hand. Don't miss out on this webinar which will help you moved the needle on talent supply chain metrics and enable you to measure, optimize and impact key financial and business drivers of your organization.

The latest webinar in the Jobs2web educational series is how to conduct a Quarterly Business Review. Designed especially for a client's leadership team, this 30-minute webinar will give you an inside look on how to effectively measure and analyze your recruitment marketing efforts. This webinar will teach you how to report on:
• Quality of your candidate experience
• Metrics around candidate acquisition
• Effectiveness of social recruitment programs
• Peer performance and industry best practices
• Performance against internal KPIs

This Quarterly Business Review approach is successful because it ensures you will get the most out of your current technology as well as provide you with the tools and information to hold your vendors accountable for their performance.

Michael Long, Head of Culture Branding, Rackspace will be our special guest. Michael will provide an in-depth look at Rackspace's own transformation of their recruiting strategy. He will highlight what changes he made to the Rackspace career site to move it from a static environment to a candidate focused website with interactive elements all while maintaining a strong brand identity.

Topics include:
• Why Rackspace saw a need to transform its recruiting strategy
• The evolution of Rackspace's recruitment brand strategy
o Multiple Channel Marketing
o Social Media Integration
o Career Site Functionality
• Diversifying and Broadening Your Reach
• How to become a change agent within your organization
o Winning internal support to make a strategy change

In this 30 min session, Interactive Media Manager Ryan Affolter and Client Strategy Director Linda Moeller will take attendees through the strategies of interactive media spend. This overview is great for new users to get a high level understanding of Jobs2web targeted media management capabilities and for the experienced corporate recruiting media buyers who want insight into Jobs2web's tips, tricks and strategies.

Topics covered include:

- How Jobs2web can manage all media channels including your SEM/PPC and paid social media channels
- Leveraging Jobs2web dashboard data, media reporting and advanced analytics to measure ROI
- Target approaches like diversity, college recruiting and hard to fill
- Utilizing Jobs2web to wire up/power and manage your job boards
- How Jobs2web can be your interactive media buying Agency of Record to save even more

Based on 14.3M visitors, 1.3M applications and 26,000 hires we know that:
• On average it takes 826 visitors to your site for a hire
• Candidate from search engines and your own career site take half as many
• Job boards and aggregators attract more active candidates
• The data doesn't always support the hype around social network recruiting

In this 30-minute webinar with Jobs2web Product Expert and Evangelist Steve Shaffer (also COO of Jobs2web) and Phil Schrader, Manager, Analytics, Jobs2web you will learn:
• Which channels perform best
• If social networks produce higher quality candidates
• The three essential steps to measuring recruitment marketing

Stacy Van Meter, Social Media and Talent Community Manager at Deluxe Corporation

In this 30-minute webinar, Stacy Van Meter, Social Media and Talent Community Manager at Deluxe Corporation will discuss the transformation that has occurred in the Deluxe internal recruiting process:
• Calling job seekers "customers" not candidates
• Adding social media into the mix of recruiting
• Educating people about the Deluxe brand
• Working hard to excite internal and external "customers"

Does this describe the state of your career site today? Many companies have spent an enormous amount of time and money on their career site only to produce lower quality candidates, with no way of measuring source effectiveness and no definitive call to action.

The best employment marketers in the recruiting industry today - ADP, Rackspace, Life Time Fitness, Bon Secours Health System, and Hanover Insurance understand the value of substance versus style. Join us for an innovative look at what these companies and others have done to create a world class career site experience.